Post on 07-Jul-2020
IMPROVINGTeacher
ATTENDANCEDownload slides at www.stedi.org/webinars/
Please Participate in Our Discussion Today!
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When there’s a question:
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● Use the “Chat” feature to respond.● Change chat feature to “Reply to all panelists and attendees”
or “Everyone”● Once everyone has answered, copy the responses to your
computer.
INTRODUCTION
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Kelley StoneVP of Client Successkelley@STEDI.org(435) 200-9547
Sam BrandVP of Sales & Marketingsam@STEDIorg(801) 205-2103
Jessica SmithChief Education Officerjessica@STEDI.org(435) 755-7800
Geoffrey SmithPresident & Chief Executive Officergeoff@STEDI.org(435) 755-7800
STEDI’s Team:
Improving Teacher Attendance
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Demand for Substitute Teachers
1. Personal Leavea. Sick Leaveb. Personal Days
2. Professional Leavea. Staff Developmentb. Other
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Absence Rate
Frontline Education
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Frontline Education
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6.2%
15%
6.2%
15%
6.2%
15%
Frontline Education
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Frontline Education
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Quick Question:
What is the # 1 reason teachers request time off?
Frontline Education
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Frontline Education
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Frontline Education
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Frontline Education
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STEDI Survey Results
● Principals’ access to teacher absence monitoring technology (i.e., Substitute management system) appears to result in lower teacher absenteeism – nearly 14% difference.
● When principal performance reviews are associated with their teachers’ attendance, teacher absence is significantly low – 4.0 %.
● Teacher incentives NOT to be absent seem to positively influence teacher attendance (i.e., low absence rate – 4.5%)
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Quick Question:
How do you regularly share data with your principals?
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Survey results: What is your Absentee Rate for 2018-19
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How satisfied are you with your teacher absentee rate?
Principals
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Teacher Absenteeism Effect
10 additional days of teacher absence are associated with a decline between 1.7% to 3.3% of a standard deviation in math achievement.
https://www.mitpressjournals.org/doi/abs/10.1162/edfp.2009.4.2.115
https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1564-913X.2008.00024.x
https://www.brookings.edu/blog/brown-center-chalkboard/2020/01/27/we-should-be-focusing-on-absenteeism-among-teachers-not-just-students/
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Quick Question:
Do you expect the substitute teacher to continue the learning process of the teacher they are substituting for?
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Incentives
Spring ISD Awards $93,000 in Teacher Incentives During EVERYday Counts Attendance Drawing
https://www.springisd.org/site/Default.aspx?PageType=3&DomainID=4&PageID=1&ViewID=6446ee88-d30c-497e-9316-3f8874b3e108&FlexDataID=23911
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Incentives
Tioga Junior High School received an award from the RPSB for the first quarter.
https://www.rpsb.us/TJHS/index.php/9-uncategorised/81-accelerated-reader-2
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Quick Question:
What incentives are your district providing to improve teacher attendance?
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Assessment of Teacher AbsenteeismA district can determine the extent of its teacher absenteeism problemby looking at such factors as:
• Lack of direction from the school board and superintendent• Incomplete or conflicting board policy• Administration’s failure to recognize the problem• Job dissatisfaction• Incomplete records• Lack of attendance monitoring• Failure to recognize good attendance• Obsolete leadership
http://stedi.org/wp-content/uploads/2014/08/IncreasingTeacherAttendance.pdf
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Comprehensive Plan toReduce Teacher Absenteeism
Review board policyAppoint an attendance improvement coordinatorEstablish an attendance information data systemConstruct attendance guidelinesPrepare short-term and long-term attendance improvement plansInvolve teachersTrain administratorsBuybackImprove working conditionsShare Data!!!
http://stedi.org/wp-content/uploads/2014/08/IncreasingTeacherAttendance.pdf
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Summary
Purpose of creating a SubTaskForce and understanding the importance of effective review of teacher attendance.
Share data!!
Contact Information
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Sam BrandVP of Sales & Marketingsam@STEDIorg(801) 205-2103
Kelley StoneVP of Client Successkelley@STEDI.org(435) 200-9547
Jessica SmithChief Education Officerjessica@STEDI.org(435) 755-7800
What’s next week’s topic?
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THANK YOU!
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Absences of full-time workers
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Defined as:
1. Instances when persons who usually work 35 or more hours per week (full time) worked less than 35 hours during the reference week for one of the following reasons: own illness, injury, or medical problems; child care problems; other family or personal obligations; civic or military duty; and maternity or paternity leave.
2. Excluded are situations in which work was missed due to vacation or personal days, holiday, labor dispute, and other reasons.
3. For multiple jobholders, absence data refer only to work missed at their main jobs. 4. The absence rate is the ratio of workers with absences to total full-time wage and salary
employment.
Hours absent as a percent of hours usually worked.
https://www.bls.gov/cps/cpsaat47.htm#cps_eeann_abs_ft_occu_ind.f.1
Private Sector Absence Rates
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Occupation Total Absence rate Total Lost time rate
Professional and related occupations 2.7 1.4
Agriculture and related industries 2.1 0.9
Nonagricultural industries 2.7 1.4
https://www.bls.gov/cps/cpsaat47.htm#cps_eeann_abs_ft_occu_ind.f.1
Public Sector Absence Rates
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Occupation Total Absence rate Total Lost time rate
Public Sector 3.4 1.7
Federal government 3.8 1.9
State government 3.5 1.7
Local government 3.1 1.6
https://www.bls.gov/cps/cpsaat47.htm#cps_eeann_abs_ft_occu_ind.f.1
Education Sector Absence Rates
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Occupation Total Absence rate Total Lost time rate
Professional and related occupations 2.8 1.4
Architecture and engineering occupations 2 1
Computer and mathematical occupations 2.2 1
Arts, design, entertainment, sports, and media occupations 2.4 0.9
Life, physical, and social science occupations 2.6 1.3
Legal occupations 2.7 1.4
Education, training, and library occupations 2.9 1.4
Community and social service occupations 3.3 1.6
Healthcare practitioners and technical occupations 3.5 2
https://www.bls.gov/cps/cpsaat47.htm#cps_eeann_abs_ft_occu_ind.f.1
Education Sector Absence Rates
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